Companies with the Best Benefits in 2025

Which companies are leading the way in 2025 with benefits that go beyond salaries to truly support employees' health, finances, and work-life balance?

Most Sought-After Benefits in 2025
Leading Companies with the Best Benefits for Employees
A List of 30 Companies with the Best Benefits in 2025

Expert Contributors:

Dave Ulrich

Speaker, Author, Professor, HR & Leadership Thought Partner

The careful process of benefits administration and selection has become increasingly complex over the years.

As employers compete to attract top talent, the stakes and creativity necessary, have reached new heights.

Traditional benefits such as health coverage and retirement plans remain core elements, but progressive organizations are adding bold perks to address modern needs: four-day workweeks with no pay cuts, AI-driven mental health tools, and family-support benefits like on-site childcare.

So, who’s leading the charge?

We analyzed workforce demands, emerging trends, and employer innovations to spotlight the companies with the best benefits in 2025.

Most Sought-After Benefits in 2025

Conventional wisdom in the corporate world suggests that workers will always prioritize higher pay. Despite what many might think, employees don’t always chase bigger salaries.

In fact, a Forbes survey found that the second most common reason employees leave is dissatisfaction with their benefits. As many as 26% of the employees surveyed listed better benefits as their reason for quitting.

Hence, the important question for leaders and HR teams is: which benefits matter most to employees in 2025?

Healthcare Benefits

Instead of flashy benefits like ping pong tables or nap rooms, employees consistently prioritize essential benefits, especially healthcare.

Health insurance remains the most in-demand benefit, with 67% of employees and 68% of employers ranking it as the top priority.

Similarly, another survey shows that health insurance is most often mentioned (72%) as a top benefit when deciding whether to stay at a current job or leave.

However, as healthcare costs continue to rise in 2025, employees want more from their health plans. Affordability, convenience, and easy access are key, and many employers include options like telehealth, diverse provider networks, and mental health support.

Work-Life Balance Benefits

Today, work-life balance in the workplace isn’t just about having a set number of vacation days or remote work opportunities.

Instead, work-life balance is a broad category that includes policies, initiatives, or flexible benefits that help prevent worker stress and burnout.

Some examples of these benefits include:

Alternative work schedules
Four-day workweek
Flexible start or end times
Paid time off
Childcare benefits
Caregiver support
“No-meeting” Fridays
Wellness programs, gym memberships, counseling services

Companies with the best benefits recognize that work-life balance isn’t one-size-fits-all. Therefore, they usually offer a mix of flexible options for different employee needs, whether it’s remote work, mental health support, or family-friendly policies.

Overall, when companies prioritize these initiatives, they can retain their employees and, at the same time, create a healthier, more engaged workforce.

Bank of America‘s “2024 Workplace Benefits Report” affirms this notion, with 66% of employees citing a healthy work-life balance as the top reason for staying with their employer.

Financial Benefits

With the rising cost of living, it should come as no surprise that financial security is a top priority on the mind for most workers.

The latest figures show that around 30% of American households are living paycheck-to-paycheck, and over 61% are worried they will not have enough money for retirement.

Even more concerning is the fact that over the past six to twelve months, most employees have made no changes to their retirement or healthcare savings.

During these inflationary times, there is evidently a growing and urgent need for employers to prioritize financial benefits in their compensation packages. Even beyond this, companies must support employees in a holistic way that addresses all their concerns, from the immediate financial crisis all the way to retirement.

Aside from the traditional 401(k) match, companies with the best benefits are introducing employer-sponsored emergency savings funds, student loan assistance, debt management, and budgeting programs.

Some even assist with work-related expenses by giving stipends for work equipment, helping with transportation costs by providing commuter benefits, or even subsidizing meals at work.

Family-Focused Benefits

In recent years, forward-thinking companies have introduced various family-centered benefits to support workers at different life stages and signal that care for employees extends beyond the office.

Childcare support, on-site daycare, and emergency backup care are just some of the ways employers attempt to ease the financial and logistical burdens on working parents.

With some companies offering six months or more, extended paid parental leave is now a key differentiator in attracting talent. Newer perks like fertility benefits, lactation pods, and adolescent mental health resources have also gained traction.

According to Ovia Health’s “Future of Family-Friendly Benefits” survey, 77% of employees say having a family-friendly workplace is extremely important.

However, only 58% feel their company is a good place to work during pregnancy or as a new parent, and just 53% feel genuinely supported by their employer.

As workplace expectations evolve, many employers recognize that family-focused benefits are more than just perks, but a business necessity.

Research suggests that companies that prioritize employee and family support have greater innovation and revenue growth rates 5.5 times higher than their competitors.

Leading Companies with the Best Benefits for Employees

Companies of all sizes and industries are taking different approaches to shaping their benefits packages, but one thing is clear—staying ahead means offering perks that genuinely matter to employees.

Tech Leaders

When it comes to employee benefits, tech giants like Google, Netflix, and Microsoft have rightfully earned the title of “companies with the best benefits.”

Alongside their generous salaries, these companies often set the benchmark with modern perks like expansive parental leave policies, mental health resources, and even sabbaticals for long-term employees.

For example, Google has a “death benefit” that provides 50% of a deceased employee’s salary to their spouse or partner for a decade, alongside full tuition coverage for children.

In addition, Google provides up to 18 weeks of paid parental leave and covers fertility treatments. Netflix takes it a step further with its policy of unlimited parental leave during the first year of a child’s life.

In a similar move, Microsoft ditched its 3-weeks-a-year vacation policy and replaced it with a new “Discretionary Time Off” (DTO) policy, which gives employees unlimited time off.

Silicon Valley’s tech leaders don’t just set the bar; they raise it and shape workplace expectations across industries.

Innovative Mid-Size Companies

Mid-sized businesses occupy a unique space in the corporate world.

They’re bigger than regular, family-run shops but don’t have the deep pockets of multinational corporations. With more resources than a small business yet fewer than a tech giant, they must strike a balance when shaping their employee benefits.

For recruiters, this usually means there’s enough budget to go beyond the basics but not consistently enough to compete with the extravagant perks offered by tech titans.

As a result, mid-sized companies must be strategic and focus on benefits that matter most to employees. One popular approach is offering flexible and voluntary benefits, giving employees the freedom to select benefits that best fit their needs.

For example, in the healthcare sector, Maven Clinic supports employees with adoption assistance, generous parental leave, and perks like flexible spending accounts, as well as continuing education stipends.

Traditional Companies with Modern Benefits

Even industries steeped in tradition are evolving to meet today’s workforce demands.

Starbucks made headlines by extending healthcare and tuition coverage to part-time workers, while Johnson & Johnson offers backup childcare and money coaching.

Similarly, Bank of America now provides $5,250 annually for education costs and twenty-six weeks of parental leave.

These companies blend tradition and stability with forward-thinking perks, proving that modern benefits, like financial wellness programs or hybrid work models, can bridge generational gaps and keep employees engaged.

A List of 30 Companies with the Best Benefits in 2025

Here are some of the notable companies with the best benefits for employees:

Adobe – Employees enjoy unlimited paid time off to support a true work-life balance
Apple – Apple generously supports employees with health insurance, tuition reimbursement, and stock grants
Airbnb – Employees receive an annual stipend to stay at Airbnb listings worldwide
HubSpot – Features unlimited vacation, flexible remote work, and a rewarding sabbatical program
Netflix – As mentioned before, Netflix is known for its unlimited paid time off and industry-leading parental leave policies
Paycom – Employees get excellent health benefits and professional development opportunities
Spotify – Offers six months of paid parental leave and customizable public holidays
Salesforce – Salesforce offers generous parental leave and wellness reimbursements to support employees’ well-being
Starbucks – Employees can get full tuition for online degrees through Arizona State University
The Body Coach – Promotes well-being with a four-day workweek and daily exercise breaks
Uber – Provides a 15% employee stock discount and monthly Uber credits for rides and meals
Bell Bank – Supports employees with an ownership plan and a generous charitable giving program
Maximus Inc. – Recognized for its veteran-friendly workplace and diversity initiatives
Amazon – Funds 95% of tuition costs for courses in high-demand fields through its Career Choice program
McDonald’s – Employees can earn diplomas and college degrees through the Archways to Opportunity program
Target – Covers full tuition for undergraduate degrees and professional certifications
Walmart – Walmart provides debt-free education through the Live Better U program for employees
Cisco – Employees can work from abroad for extended periods through its flexible work policies
Google – From on-site healthcare, gourmet meals, to massage therapists, Google has an extensive list of benefits
Meta – Features generous parental leave, wellness perks, and on-site medical care
Zoom – Encourages work-life balance with flexible schedules, professional growth, and wellness benefits
LinkedIn – Employees benefit from paid time off, wellness stipends, and a six-month parental leave policy
Accenture – Offers generous tuition assistance, flexible work policies, and family-building benefits
Duolingo – Supports employees with paid language-learning courses, stock options, and remote work flexibility
Microsoft – On top of their industry-leading parental leave, employees have access to fertility benefits, childcare, and stock options
Roblox – Roblox provides strong equity packages, home office stipends, and an on-site wellness program
Udemy – Encourages career growth with free course access and an education stipend
Dropbox – Supports employees with a remote-first culture and generous parental leave
Reebok – The company gives employees free access to an on-site CrossFit gym and yoga studios open 12 hours daily
Nvidia – Has top-tier health benefits, fertility assistance, and a strong equity compensation plan

Emerging Benefit Trends for 2025

As we look ahead to the future, the evolution of workplace benefits isn’t just about having an extensive catalog of perks. Instead, it’s about acknowledging people’s potential, strengthening their capabilities, and supporting them through all stages of their lives.

Whether through innovative health programs, financial wellness solutions, or childcare support, the most impactful benefits will be those that align with organizational purpose and employee needs.

As HR thought leader and expert Dave Ulrich puts it:

"The future of HR is to deliver value to stakeholders through human capability. Stakeholders are all the 'humans' who engage with the organization—including employees but also boards, customers, investors, citizens, and others—who are 'human' and get value from an organization. HR is less about HR and more about creating stakeholder value."

Dave Ulrich Speaker, Author, Professor, HR & Leadership Thought Partner

There is a reason why the companies with the best benefits consistently attract and retain top talent—because they recognize that benefits are not just perks but strategic investments in human potential.

Written by Ivana Radevska

Senior Content Writer at Shortlister

Sources

Benefits Administration Companies

Browse our curated list of vendors to find the best solution for your needs.

Stay Informed

Subscribe to our newsletter for the latest trends, expert tips, and workplace insights!